MSC Hire to Retire Ops Manager - HR Data

Job Responsibilities

• Leads the development, implementation, and ongoing lifecycle management of complex HR operational programs within the assigned HTR function — which may include payroll processing, HR data management, or employee and manager inquiry resolution — applying advanced subject matter expertise to ensure programs are compliant, effective, and aligned with organizational objectives
• Serves as a functional authority and primary escalation point for complex, sensitive, or high-risk operational matters, interpreting HR policy, employment law, and regulatory requirements to deliver authoritative guidance and well-reasoned determinations that balance employee needs, legal obligations, and organizational risk
• Leverage deep Workday HCM expertise to administer and govern global HR data throughout the employee lifecycle, ensuring data accuracy, regulatory compliance, and seamless system operations. Execute and validate complex Workday transactions, including EIBs, organizational restructures, international updates, and large-scale workforce changes, while serving as the senior point of contact for advanced Workday support, issue resolution, and system guidance
• Counsels and advises on the interpretation of HR policies and procedures, providing guidance on complex, sensitive, or high-risk operational matters, and representing the HTR function in enterprise programs and initiatives
• Conducts operational assessments to identify risks, gaps, and systemic issues within the assigned function, developing data-driven recommendations, and leading the design and implementation of process improvements and controls that enhance compliance, efficiency, and scalability
• Represents the HTR function in enterprise initiatives such as system implementations, organizational changes, international expansions, and compensation programs, serving as a subject matter expert who evaluates configurations, validates data, performs testing, and ensures operational requirements are reflected in project outcomes
• Builds and sustains trusted partnerships with cross-functional stakeholders including Legal, Finance, HR Centers of Excellence, and senior business leaders to align program strategy, resolve complex escalations, coordinate workstreams, and advance shared organizational goals
• Develops and delivers training, communications, and standard operating procedures for HR teams, managers, and operational partners to advance functional knowledge, support program adoption, and maintain consistent and compliant service delivery

Education and Work Experience

• Bachelor's Degree OR combination of education and experience deemed equivalent (Required)
• 5-7 years of progressive experience in HR operations, program management, or a related field, with demonstrated expertise in one or more HTR functions (Required)

Knowledge, Skills and Abilities

• HR Operations & Systems: Advanced knowledge of HR processes and systems such as Workday (HCM, Extend and Workday Security), Kronos/UKG, or case management platforms, with the ability to serve as a functional authority, evaluate system configurations, and guide resolution of complex operational issues. (Required)
• Subject Matter Expertise: Deep expertise in one or more HTR functions including applicable laws, regulations, and company policy, with the ability to interpret complex situations, provide authoritative guidance, and represent the function in enterprise programs and initiatives. (Required)
• Program Management: Demonstrated ability to lead complex program development, implementation, and lifecycle management across multiple workstreams, ensuring alignment with organizational objectives and sustained program effectiveness. (Required)
• Data Analysis: Advanced proficiency in analyzing operational data, compliance metrics, and audit results to identify trends, assess organizational risk, and develop actionable recommendations that drive program and process improvement. (Required)
• Problem Solving: Demonstrated ability to independently evaluate complex, ambiguous, or sensitive situations, synthesize information, conduct root cause analysis, and develop well-reasoned solutions with broad operational or organizational impact. (Required)
• Communication: Exceptional verbal and written communication skills including the ability to translate complex HR, regulatory, and operational concepts for varied audiences, deliver effective training and presentations, and influence decisions at a senior level. (Required)
• Stakeholder Management: Ability to build and sustain trusted working relationships with cross-functional partners and senior business leaders, aligning priorities, coordinating workstreams, and serving as a credible advisor across organizational levels. (Required)
• Compliance and Accountability: Comprehensive understanding of employment law, HR regulatory requirements, and internal governance standards, with demonstrated accountability for program-level compliance and the ability to lead compliance initiatives and audits. (Required)
• Process Improvement: Proven experience leading process improvement and optimization efforts including operational assessment, workflow redesign, controls development, and change management, using structured methodologies such as LEAN or Six Sigma. (Required)
• Change Management: Ability to assess organizational impact, develop change management plans, and communicate program changes effectively to ensure successful adoption across HR and business teams. (Required)
• Microsoft Excel: Advanced proficiency in Excel including complex formulas, pivot tables, and data modeling for operational reporting, compliance monitoring, and decision support. (Required)
• Lean Six Sigma: Working knowledge of LEAN or continuous improvement methodologies with demonstrated ability to apply them to HR operational workflows to drive efficiency, accuracy, and scalability. (Required)
• Customer Focus: Committed to delivering a high-quality employee and manager experience, balancing operational rigor and compliance with a service-oriented approach that reflects T-Mobile's values. (Required)
• Emotional Intelligence: Applies emotional intelligence when navigating sensitive or complex HR matters and building trust with employees, managers, and cross-functional partners at all levels of the organization. (Required)
• Work Independently: Operates with a high degree of autonomy, self-direction, and ownership, consistently delivering quality program and operational outcomes with minimal supervision in a complex environment. (Required)